How Do You Measure Yourself and Your Staff?

June 20, 2012

Good morning – still beautiful weather here in southwest Michigan, but we sure need rain.

How do you measure yourself at work?  What is your personal standard for yourself and for the people you lead?  I mean really what is it you look for in one of your staff?  Most of us have an idea of what we should say, but I am asking what is it you really look for?

For instance, I look for a team player, but how I define that has finally changed.  What I used to mean by a team player is someone who did not make waves or disagree with me.  Fortunately I have actually changed what I mean by a team player.

Also, how do you measure performance? For some of us Baby Boomers, we often measure how someone is doing by how many hours they work, how many meetings they attend, and how quickly they volunteer for or accept new projects.  I used to take pride in being the first one into the office and turned the lights on and often the last to leave. The bad thing for our culture was that I was praised publicly for that behavior. The problem is that we often measure someone by how many hours they work and meetings they attend.

What we should be looking for is results – and a healthy employee. Someone who really knows how to focus and how to say no to meetings and projects that don’t directly pertain to their responsibilities is likely much more productive that the person I described above. They are also probably healthier and have stronger families as well – which also has the effect of making them even better and more productive employees.

So, quit judging the performance of your employees by the number of hours they work or the number of meetings they attend.  Start measuring them by their results and their overall health,  This is a more difficult change than you might imagine, but it is transformative.

Check out this excellent article in the Harvard Business Review on the subject.

BG